You paste the job post. NorthAssay finds the judgment calls it leaves open and stops to show you them. You confirm or edit each one, and only then is the assessment built — so what candidates are scored against is what you said the job turns on.
Paste a job description01
Plain language, one sentence is enough. "I need a senior backend engineer who can own our payments integration." No form, no competency picker, no template to choose from.
From that, NorthAssay builds a competency model: what the role actually needs, ranked critical, important or nice to have. You see it before anything is generated, and you can push back on it.
NorthAssay orchestrator
Extracted competencies
02
Every competency marked critical must be covered by at least one assessment — that is enforced, not encouraged. Within that constraint, difficulty and question type are matched to the seniority you described.
Nothing sends until you have looked at it. Edit any question, regenerate any section, or throw the whole thing out.
03
By email, or by an open link — whichever suits the role. An email invitation goes straight through: you typed the address, so the decision is already made. An open link is right for a job post, and it puts an approval step in front of whoever arrives — they ask, you get an email, and nobody starts until you say so.
Monitoring is set per role, not per invitation, so it applies the same whether a candidate was emailed directly or approved from an open link. Suspicious joins are flagged automatically rather than blocked, because the false-positive cost lands on a candidate who did nothing wrong.
04
Multiple choice is scored deterministically. Written, coding and document answers are scored by model, each with a written rationale and a confidence signal you can see.
The scorer never receives a name, a photo or a country. It sees the answer and the rubric.
Advisory, never automated
NorthAssay does not reject anyone. It ranks, explains and flags; every decision is made by a person, and every score can be overridden with a note.
Alongside the score you get signals: tab-away, paste, screenshot, and unusually fast answers — and, on a monitored role, periodic pictures of the screen or camera.
These are advisory and stay that way. A paste is not proof of anything — plenty of honest candidates draft in another window. The signal is context for a human, not a verdict, and it is presented that way in the interface.
Monitoring pictures are kept for as long as the hiring team keeps your application on file, and deleted when they delete your record. What is captured, why, and how to have it removed is set out in the privacy policy and the security page.
Open beta: no credit card, no seat limits, no sales call. Paid plans come later, with notice, and early users get looked after.
Paste a job description